Longevity will be awarded to those employees employed in full-time
permanent positions on the effective date of this chapter. The amount
of service to receive longevity as indicated below means continuous
service, that is, a period of not being employed begins the longevity
count at zero when the employee returns. Longevity is effective on
the employee's anniversary date in the following amounts:

Effective January 1, 2007 longevity shall be paid to all full-time
employees not covered by a collective bargaining agreement or an individual
employment agreement and employed by the City of Absecon on or after
December 21, 1995 according to the following schedule:

All continuous employment between December 12, 1995 and the date
of this amendment will be counted towards longevity. Full time employees
currently employed by the City of Absecon as of the date of this amendment
and not covered by a collective bargaining agreement or an individual
employment agreement shall be paid longevity calculated as of the
date of this amendment retroactive to their longevity date in 2007
or January 1, 2007 whichever date led to the award of longevity first.

By way of example, the following reflect longevity calculations:

An employee hired on April 16, 2000 is eligible for longevity
at the 3% rate as of January 1, 2007.

An employee hired on June 1, 1996 is eligible for longevity
at the 4% rate as of January 1, 2007.

An employee hired on September 15, 2002 is eligible for longevity
at the 3% rate effective September 15, 2007.

The awarding of vacation days on January 1 presumes continued service
by an employee throughout the calendar year. Should an employee not
complete the calendar year, the number of earned vacation days shall
be considered as follows:

Sick Leave Buy-Back. After five years of continuous service with
the City, and after an employee has accumulated 60 days of sick leave,
at the end of the calendar year the employee may buy back 1/2 of the
sick days accumulated during that year, provided that at least 60
days remain accumulated at all times.

When any of these legal holidays falls on Sunday, the following Monday
shall be the official holiday. Should any of the listed holidays fall
on a Saturday, the Friday preceding shall be the official holiday.

All employees compensated on an annual salary basis, except those
specifically exempted in the salary ordinance, who are required to
work on any of the official holidays mentioned in paragraph A. above
will receive compensation at the rate of 1 1/2 hours pay for
each authorized hour worked.

Overtime will be paid to employees who do not meet the definition
of "executive, administrative or professional" under the Federal Fair
Labor Standards Act and the State Wage and Hour Law, N.J.S.A. 34:11-56a
et seq.

One personal day on June 30 and on December 30, but an employee may
use these two days as of January 1 based on the premise that the employee
will work the full calendar year. An employee who leaves the City's
employment prior to the end of the calendar year will reimburse the
City for days used and not earned.

Full-time employees who sign up for said courses and seminars will
be given time off, with or without pay, but with financial reimbursement
at the discretion of and as approved by their department head, if
any, and the City Administrator. Such reimbursement may include tuition,
books and mileage. If these courses are taken during the employee's
off time, the employee shall be granted compensatory time, one hour
for each hour or schooling, if authorized by City Council.

Full-time employees taking courses from colleges which the State
of New Jersey recognizes as accredited, when such courses are for
a degree commensurate with the employee's City position, may
also have tuition, books and mileage paid by the City, if said courses
are approved by their department head, if any, and the City Administrator,
and if the employee completes two years of service with the City after
the conclusion of the course. If there is separation of employment
prior to the completion of the two years of service, then the employee
shall be required to reimburse the City for any tuition, books and
mileage paid, prorated on the amount of subsequent service given.
The courses must be taken during the employee's own time and
not during working hours, unless specifically authorized by the City
Administrator.

Full-time employees who are required to maintain a certain license(s)
in order to fulfill their City position will have all courses they
are required to take to maintain this license(s) paid for by the City.
Time off will be given if necessary, with or without pay, at the discretion
of the department head, if any, and the City Administrator.

In addition to PERS, employees retiring after 19 or more years of
continuous full-time service with the City of Absecon, and who were
employed as of the effective date of the ordinance codified in this
section, shall receive the following benefits:

Payment in full for all accumulated sick days at the rate of pay
of the immediately preceding year. At the option of the employee,
this payment can be taken in one lump sum, fully taxable in the year
in which it is received, or as an annuity in bi-weekly amounts, fully
taxable in the year(s) in which they are received, as if the employee
was currently employed.

In addition to PERS, for all employees hired subsequent to the effective
date of this chapter and who retire after 25 years of continuous full-time
service to the City, the following benefits shall be provided:

Payment in the amount equivalent to the net amount of 1/2 of the
accumulated sick days at the daily rate which is the average of all
of the employee's base rate after the deduction of taxes and
social security. Payment shall be made biweekly as an annuity until
the full amount is paid.

The City shall pay the full one-week salary (five days) of any employee
who has applied for workers' compensation temporary disability
benefits and who is subsequently determined to be eligible but who
is not paid by workers' compensation for this time pursuant to
N.J.S.A. 34:15-14. This time will be initially classified as sick
leave and deducted from the employee's accumulated days.

If the employee is approved, the sick days will be recredited to
the employee's accumulated days when the employee returns to
work. Obviously, an employee with fewer than five days will only have
those days recredited which were deducted.

For all time, up to one year, during which an employee is receiving
workers' compensation temporary disability benefits, the City
shall pay the employee an amount which would make the employee's
total pay (i.e., the total of the gross workers' compensation
amount and the gross City amount) equivalent to the gross amount the
employee would have earned if working.

The City Council shall by resolution adopt and amend from time
to time personnel policies and procedures including rules concerning
the hiring and termination of employees, terms and conditions of employment,
and regulations required to comply with applicable Federal and State
employment related law. The personnel policies and procedures adopted
pursuant to this section and attached hereto by reference shall be
applicable to all officials, appointees, employees, prospective employees,
volunteers and independent contractors of the City. (The personnel
policies and procedures as adopted by this ordinance may be found
on file in the office of the Clerk.)

The City Administrator shall be responsible to implement and
enforce the personnel practices adopted by ordinance or resolution
authorized pursuant to this section. If there is a conflict between
said personnel practices and any duly adopted and lawful collective
bargaining agreement, personnel services contract or Federal or State
law, the terms and conditions of that contract or law shall prevail.
In all other cases, the practices adopted pursuant to this section
shall prevail.